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Abstract
Drawing upon role identity theory and perspective-taking research, we investigated the relationship between supervisor family identity salience and employee work-family conflict, with supervisor work identity salience as a moderator and perceived supervisor work-family support as a mediator. Using the leader-follower dyadic data, we confirmed the negative indirect effect of supervisor family identity salience on employee work-family conflict through increased perceived supervisor work-family support. Moreover, supervisor work identity salience strengthens the positive effect of supervisor family identity salience on perceived supervisor work-family support. Perceived supervisor work-family support also mediates the interactive effect of supervisor family identity salience and supervisor work identity salience on employee work-family conflict. Implications and future research directions are discussed.
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